The moderating role of top management support on employees’ attitudes in response to human resource development efforts

A study of user switching intention for ERP systems based on push-pull-mooring model: Focusing on the important role of information quality for users

Enterprise resource planning (ERP) systems have become indispensable within companies due to their substantial functions and benefits. With a plethora of ERP systems available in the market, management is offered a broad array of options. This paper endeavours to identify the determinants influencing the switching intention of ERP users. Utilizing a conceptual model that adapts the push-pull-mooring paradigm, we seek to construct a formation mechanism of switching intention. Through structural equation modeling conducted on data collected from 236 users, our study uncovers several key findings. The study indicates that system quality, information quality, and top management support exert considerable influence on switching intention via satisfaction. Notably, we found that user satisfaction has a negative impact on switching intention. Our analysis also reveals that alternative attractiveness significantly determines switching intention. These findings provide valuable insights for organizations and ERP vendors to better understand user behaviour and to strategically manage user retention and switching decisions.

Development of a Structural Model for Sustainable Environment Training and Knowledge Transfer

The public sector is usually viewed as a formal and hierarchical organization. However, they need to improve the quality of their work to solve community matters satisfactorily. This study examines the mediating role of the motivation to learn in the relationship between sustainable environment training and knowledge transfer. This study is a cross-sectional study, using survey questionnaires to collect data from public servants at different divisions/departments in public organizations. SmartPLS was utilized to evaluate the quality of the study instrument and subsequently test the study hypotheses. The structural equation modeling test indicated that sustainable environment training affects knowledge transfer. Hence, the motivation to learn mediates the effect of sustainable environment training on knowledge transfer. Practitioners can utilize these findings to comprehend the diversity of perspectives on motivation to learn and to design a training program master plan that can increase employee motivation to succeed and maintain organizational strategies and goals in the global competition and organizational sustainability era.

Exploring the impact of total quality management initiatives on construction industry projects in Pakistan

The impact of total quality management on organizational performance has been studied extensively, however, the impact of total quality management initiatives on project performance is an area of ongoing research. The key objective of this research is to explore the impact of total quality management initiatives on project performance in the construction industry of Pakistan. Data was collected from 326 personnel working at different management levels across some of the leading construction firms operating in Pakistan. Analysis revealed that operational focus, management commitment, and employee involvement were deemed as dominant total quality management factors affecting project performance in the construction industry. Mediation analysis revealed a significant relationship between employee involvement and project performance mediated by management commitment. Research limitations and directions for future research have also been identified.

Assessing the Impacts of Individual and Organizational Factors on South Korea Hotels' Green Performance Using the AMO Model

The goal of this study is to investigate the influence relationship between AMO applied green HRM and employees' green OCB. This study also attempted to verify the relationship between employees' green OCB and green performance management. Specifically, we tried to define the effects of green awareness and green psychological climate on green HRM and green OCB. Moreover, we examined the mediating effect of green CSR perception on the relationship between green OCB and green performance management. To do so, we surveyed Rooms and F&B employees from nine global chain hotels in South Korea that actively contribute to a green package. An "actively contributing hotel" is one that has leadership in energy and environmental design certification. Further, employees of such hotels consider them proenvironmental hotels. For data analysis, we carried out SEM and factor analysis using SPSS 18.0 and Amos 20.0 (IBM, Armonk, NY, USA). All hypotheses were adopted as having significantly positive (+) effects. Hypotheses 4, 7, and 11 predicted partial mediating effects. The findings of the study have significant theoretical and practical ramifications for corporate environmental strategic performance management. Specifically, this study identified the relationship between the mediation variables on green OCB and green PM, as demonstrated in previous studies. Additionally, these results provide an effective employee management strategy for the green HRM of green hotels by providing concrete data. First, green hotels need to raise employees' green awareness and green psychological climate to increase their green OCB. Second, employees themselves ultimately have to enhance the green CSR perception to raise green PM.

Supportive Leadership and Post-Adoption Use of MOOCs

Educational institutions face significant challenges in extracting interest from their investments in massive open online courses (MOOCs). This study examined the impact of supportive leadership style on university employees' continued use of MOOCs and assessed the mediating role of their innovative work behavior. It uses a multi-theory perspective as opposed to the majority of past studies that use singular theoretical perspectives and extends the information system continuance (ISC) model with the leadership concept. Researchers collected multi-source dyadic data for this cross-sectional study from 632 employees and 316 supervisors from 19 Chinese universities. Data were analyzed using structural equation modeling with partial least squares through SmartPLS 3.2.9. Results indicate supportive leadership influences employees' innovative behavior, which mediates between supportive leadership and employees' satisfaction, perceived usefulness, and intention to continue using MOOCs.

Openness Toward Organizational Change Scale (OTOCS): Validity evidence from Brazil and Portugal

Openness toward organizational change is central to employees’ responses to organizations’ strategic actions. This study aims to assess the validity evidence of the Openness Toward Organizational Change Scale (OTOCS) by examining the internal structure of the measure (e.g., dimensionality, reliability, measurement invariance) and its relations with other variables such as quality of work life, burnout, job satisfaction, and work engagement. A cross-sectional study was conducted using total sample of 1,175 workers, with 565 workers from Portugal and 610 from Brazil. The data provided satisfactory validity evidence based on the internal structure: the expected dimensionality was confirmed, acceptable levels of reliability were found, and measurement invariance was achieved among countries and sex. The measure also demonstrated satisfactory validity evidence based on the relations to other variables, being negatively associated with burnout and positively associated with work engagement, job satisfaction and quality of work. The OTOCS proved to be a relatively short self-report measure with satisfactory validity evidence to be used among Brazilian and Portuguese workers.

Shaping Behaviors Through Institutional Support in British Higher Educational Institutions: Focusing on Employees for Sustainable Technological Change

Technology permeates all walks of life. It has emerged as a global facilitator to improve learning and training, alleviating the temporal and spatial limitations of traditional learning systems. It is imperative to identify enablers or inhibitors of technology adoption by employees for sustainable change in education management systems. Using the theoretical lens of organizational support theory, this paper studies effect of institutional support on education management information systems (EMIS) use along with two individual traits of self-efficacy and innovative behavior of academic employees in British higher educational institutions. Data for this cross-sectional study were collected through a questionnaire completed by 591 academic employees of 23 universities from 10 cities in the United Kingdom. Partial Least Square structural equation modeling was used to analyze data with smartPLS 3.2.9 software. Results indicate that institutional support promotes self-efficacy and innovative behavior that help develop positive employee perceptions. The model explains a 52.9% variance in intention to use. Post-hoc mediation analysis shows that innovativeness and self-efficacy mediate between institutional support and employee technology adoption behavior. As opposed to student samples in past studies on educational technology, this study adds to the literature by focusing on academic employees.

Service-oriented high-performance human resource practices and employee service performance: A test of serial mediation and moderation models

This research aims to reveal how and under what conditions service-oriented high-performance human resource practices (HR) influence employee service performance (ESP). Data were gathered from full-time hotel employees and line managers. In total, 1,525 questionnaire forms were acquired. While respondent employees had filled in the questionnaire form containing independent, mediator, and moderator variables, line managers filled in the questionnaire form containing the dependent variable. The research results demonstrate that HR attributions, trust in the organization, and affective commitment serially mediate the relationship between service-oriented high-performance HR practices and ESP. In addition, the results point out the moderating roles of person–supervisor fit and person–vocation fit. As a result, the current research contributes to the literature by way of revealing how and under what conditions the service-oriented high-performance HR practices affect ESP.

The interactive effect of person and situation on explorative and exploitative behavior

The purpose of this study was to examine contextual factors (empowerment, ownership, and accountability) that facilitate and promote exploration and exploitation behavior. Data were obtained from an American manufacturing company using employee and supervisor surveys (n = 297). Findings indicate that empowerment improved exploitation and that when employees perceived they would have to be accountable for their actions, employees who felt empowered showed lower gains in exploration behaviors compared with those who felt less empowered; in contrast, those having feelings of ownership exhibited higher gains in exploration behavior than those who scored low in ownership. Although ownership was theorized to have a positive effect on exploitative behavior, we found evidence for its negative effects instead. We contribute to the limited individual-level ambidexterity literature by providing empirical evidence on the effects of contextual factors on ambidextrous behavior. This knowledge could help firms better manage employee behavior and implement effective supervisory oversight.

Sustainable Change Management through Employee Readiness: Decision Support System Adoption in Technology-Intensive British E-Businesses

Technology brings green sustainable management practices to the workplace. It is important to ascertain the factors that enable or inhibit employees’ perceptions towards technology adoption. Corporate sustainability and sustainable management practices partially depend on employees for the successful implementation of technological changes in the workplace. This study aims at applying the technology acceptance model (TAM) from an employees’ user-perspective. It addresses those factors that form employee readiness for e-business and enable their intention to use e-business technologies such as decision support systems (DSS). It focuses on technology intensive firms while combining Davis’ technology acceptance model and Lai and Ong’s employee readiness for e-business (EREB) model. A survey questionnaire was used to collect the data for this cross-sectional study from 331 employees of 28 well-established small and medium-sized e-businesses located in the United Kingdom. The outcomes show that the four dimensions of EREB explain the 58.2% of variance in perceived ease of use and the 50.2% of variance in perceived usefulness. Together, perceived usefulness and perceived ease of use explain the 51.8% of variance in intention to use while fully mediating the relationship between higher order EREB construct and intention to use DSS.

How Do Technological Skills Improve Reverse Logistics? The Moderating Role of Top Management Support in Information Technology Use and Innovativeness

The purpose of this paper is to explore the influence of human resource management on reverse logistics (RL) in the context of high-tech firms. Using the resource-based view of the firm, we analyzedthe effect of employees’ technological skills on RL. The study also investigated whether top management support (TMS) for information technology (IT) and innovativeness moderate this relationship. We collected data from European high-tech firms from May to September 2010, obtaining 160 responses representing a 17.7% response rate. Multivariate regressions were used to assess all of the relations established. The results indicated that technological skills have direct and positive effects on RL in high tech-firms. The authors also report that both TMS for IT and innovativeness act as positive moderators in the relationship between technological skills and RL. This study suggests the importance of considering two important organizational variables that enhance the effect of technological skills on RL in high-tech firms. First, using TMS for IT not only provides tangible resources but also strongly supports employees’ technological development in RL. Second, a high level of firm innovativeness leads high-tech firms to create the right conditions to take advantage of their technological skills to improve their RL. Moreover, theresults indicate the contingent role of innovativeness and TMS for IT use in the relationship between technological skills and RL.